Federal Employee Quotes

In some environments, safety and truth are natural born enemies. I would think a former employee of the federal government could grasp that concept.

Often the best source of information about waste, fraud, and abuse in government is an existing government employee committed to public integrity and willing to speak out. Such acts of courage and patriotism, which can sometimes save lives and often save taxpayer dollars, should be encouraged rather than stifled. We need to empower federal employees as watchdogs of wrongdoing and partners in performance.

In some cases, they are already doing so. Influenced by a coalition of community groups, the New York City Council passed a historic budget in the summer of 2014 that created a $1.2 million fund for the growth of worker-owned cooperatives. Richmond, California has hired a cooperative developer and is launching a loan fund; Cleveland, Ohio has been actively involved in starting a network of cooperatives, as we’ll see in the next chapter; and Jackson, Mississippi elected a mayor (Chokwe Lumumba) in 2013 on a platform that included the use of public spending to promote co-ops. On the federal level, progressive politicians like Bernie Sanders are working to get the government more involved in supporting employee ownership.130

What do you mean, this isn't my property?!"  One entrepreneurial Federal employee backed his panel van up to the office door one night and stole all the computer equipment. He wasn't too hard to catch: he tried to sell everything at a yard sale the next day — with barcodes and "Property of US Government" stickers still prominently displayed. 

If Obamacare is great, why would anyone want a waiver, and why would the government grant them one? It’s a fair question, seeing as 1,231 companies, employing just under four million people, received waivers, according to the Department of Health and Human Services.24 Most federal employees got waivers too.

The cult of government secrecy is growing. ¶ The practice has become so widespread and routine that, according to testimony given before the House government information sub-committee, more than a million Federal employees are empowered to classify information. This means that one out of every 180 Americans is stamping the word 'secret' on papers.

Bundesbahnangestelltenwitwe (a widow of a federal railway employee),

When facing a crossroad about what to do next, you will always succeed if you pick a path that promotes your PURPOSE.

The police state We now have well over 100,000 domestic federal law enforcement agents armed and ready to enforce the laws to “make everyone safe and secure.” We also have our TSA “friends” at the airports protecting us with an army of over 50,000 bureaucrats. The Department of Homeland Security has more than 240,000 employees. The FBI has about 35,000 employees. Around 90,000 IRS employees enforce draconian tax laws that limit self-sufficiency, put people in fear, and are used as a political tool to help suppress dissenters to the empire. There are many thousands of others “making sure we’re safe and secure from our foreign enemies” while our domestic enemies, including politicians, bureaucrats, and government profiteers, are ignored.

The next time you drive into a Walmart parking lot, pause for a second to note that this Walmart—like the more than five thousand other Walmarts across the country—costs taxpayers about $1 million in direct subsidies to the employees who don’t earn enough money to pay for an apartment, buy food, or get even the most basic health care for their children. In total, Walmart benefits from more than $7 billion in subsidies each year from taxpayers like you. Those “low, low prices” are made possible by low, low wages—and by the taxes you pay to keep those workers alive on their low, low pay. As I said earlier, I don’t think that anyone who works full-time should live in poverty. I also don’t think that bazillion-dollar companies like Walmart ought to funnel profits to shareholders while paying such low wages that taxpayers must pick up the ticket for their employees’ food, shelter, and medical care. I listen to right-wing loudmouths sound off about what an outrage welfare is and I think, “Yeah, it stinks that Walmart has been sucking up so much government assistance for so long.” But somehow I suspect that these guys aren’t talking about Walmart the Welfare Queen. Walmart isn’t alone. Every year, employers like retailers and fast-food outlets pay wages that are so low that the rest of America ponies up a collective $153 billion to subsidize their workers. That’s $153 billion every year. Anyone want to guess what we could do with that mountain of money? We could make every public college tuition-free and pay for preschool for every child—and still have tens of billions left over. We could almost double the amount we spend on services for veterans, such as disability, long-term care, and ending homelessness. We could double all federal research and development—everything: medical, scientific, engineering, climate science, behavioral health, chemistry, brain mapping, drug addiction, even defense research. Or we could more than double federal spending on transportation and water infrastructure—roads, bridges, airports, mass transit, dams and levees, water treatment plants, safe new water pipes. Yeah, the point I’m making is blindingly obvious. America could do a lot with the money taxpayers spend to keep afloat people who are working full-time but whose employers don’t pay a living wage. Of course, giant corporations know they have a sweet deal—and they plan to keep it, thank you very much. They have deployed armies of lobbyists and lawyers to fight off any efforts to give workers a chance to organize or fight for a higher wage. Giant corporations have used their mouthpiece, the national Chamber of Commerce, to oppose any increase in the minimum wage, calling it a “distraction” and a “cynical effort” to increase union membership. Lobbyists grow rich making sure that people like Gina don’t get paid more. The

The Obama administration warned federal employees that materials released by WikiLeaks remained classified—even though they were being published by some of the world’s leading news organizations including the New York Times and the Guardian. Employees were told that accessing the material, whether on WikiLeaks.org or in the New York Times, would amount to a security violation.21 Government agencies such as the Library of Congress, the Commerce Department and the US military blocked access to WikiLeaks materials over their networks. The ban was not limited to the public sector. Employees from the US government warned academic institutions that students hoping to pursue a career in public service should stay clear of material released by WikiLeaks in their research and in their online activity.

Not a single high-level CEO has even been charged in connection with the financial collapse, much less been convicted and sent to prison, and most of them went on to receive huge year-end bonuses. Joseph Cassano of AIG Financial Products—known as “Mr. Credit-Default Swap”—led a unit that required a $99 billion bailout while simultaneously distributing $1.5 billion in year-end bonuses to his employees—including $34 million to himself. Robert Rubin of Citibank received a $10 million bonus in 2008 while serving on the board of directors of a company that required $63 billion in federal funds to keep from failing. Lower down the pay scale, more than 5,000 Wall Street traders received bonuses of $1 million or more despite working for nine of the financial firms that received the most bailout money from the US goverment.

And that brings me to one last point. I've got a simple message for all the dedicated and patriotic federal workers who have either worked without pay, or who have been forced off the job without pay for these last few weeks. Including most of my own staff. Thank you. Thanks for your service. Welcome back. What you do is important. It matters. You defend our country overseas, you deliver benefits to our troops who earned them when they come home, you guard our borders, you protect our civil rights, you help businesses grow and gain footholds in overseas markets. You protect the air we breathe, and the water our children drink, and you push the boundaries of science and space, and you guide hundreds of thousands of people each day through the glories of this country. Thank you. What you do is important, and don't let anybody else tell you different.

Joseph Cassano of AIG Financial Products—known as “Mr. Credit-Default Swap”—led a unit that required a $99 billion bailout while simultaneously distributing $1.5 billion in year-end bonuses to his employees—including $34 million to himself. Robert Rubin of Citibank received a $10 million bonus in 2008 while serving on the board of directors of a company that required $63 billion in federal funds to keep from failing. Lower down the pay scale, more than 5,000 Wall Street traders received bonuses of $1 million or more despite working for nine of the financial firms that received the most bailout money from the US goverment. Neither

We've reached a point in human history where higher education no longer works. As a result of technology, higher education in its traditional college setting no longer works. It will never be effective or progressive enough to keep up with the growing needs of employers who look to college institutions for their future employees. I can appreciate the good intent the college system set out to achieve. For previous generations, the formula actually worked. Students enrolled into universities that were affordable, they gained marketable skills and they earned good jobs. Since there was a proven track record of success, parents instilled the value of college in their children thinking they would achieve the same success story they did, but unfortunately Wall Street was watching. Wall Street, the federal government and the college system ganged up and skyrocketed the cost of tuition to record highs. This was easy to do because not only did they have posters blanketing high schools showing kids what a loser they would be if they didn't go to college, they also had Mom and Dad at home telling them the same thing. This system - spending 4+ years pursuing a college education when the world is changing at the speed of light - no longer works and it's not fixable. We now have the biggest employer's market in human history, where employers have their pick of the litter, and because of this employees will get paid less and less and benefits will continue to erode.

2] Days later, Trump put fierce loyalist John McEntee in charge of the White House office of personnel, urging him to ferret out anyone insufficiently loyal and to make sure the White House hired only true believers. McEntee had no experience in personnel or significant government work, but he and Trump set out to get rid of the fifty thousand nonpartisan civil servants who are hired for their skills, rather than their politics.[3] Since 1883 those federal workers have been protected from exactly the sort of political purge Trump and McEntee wanted to execute. But the administration got around this safeguard by reclassifying certain federal workers covered by civil service protections as employees who work in “a confidential, policy-determining, policy-making or policy-advocating” job.

From modest origins, the Treasury offices proliferated until they occupied the entire block. The 1791 city directory gives an anatomy of this burgeoning department, with 8 employees in Hamilton’s office, 13 in the comptroller’s, 15 in the auditor’s, 19 in the register’s, 3 in the treasurer’s, 14 in the office for settling accounts between the federal government and the states, and 21 in the customs office on Second Street, with an additional 122 customs collectors and surveyors scattered in various ports. By the standards of the day, this represented a prodigious bureaucracy. For its critics, it was a monster in the making, inciting fears that the department would become the Treasury secretary’s personal spy force and military machine. Swollen by the Customs Service, the Treasury Department payroll ballooned to more than five hundred employees under Hamilton,

A similar bout of affective realism gave birth to Florida’s controversial “Stand Your Ground” law. This law permits the use of deadly force in self-defense if you reasonably believe you’re in imminent danger of death or great bodily harm. A real-life incident was the catalyst for the law, but not in the way that you might think. Here’s how the story is usually told: In 2004, an elderly couple was asleep in their trailer home in Florida. An intruder tried to break in, so the husband, James Workman, grabbed a gun and shot him. Now here’s the true, tragic backstory: Workman’s trailer was in a hurricane-damaged area, and the man he shot was an employee of the Federal Emergency Management Agency (FEMA). The victim, Rodney Cox, was African American; Workman is white. Workman, mostly likely under the influence of affective realism, perceived that Cox meant him harm and opened fire on an innocent man. Nevertheless, the inaccurate first story became a primary justification for Florida’s law.47

Anna Chapman was born Anna Vasil’yevna Kushchyenko, in Volgograd, formally Stalingrad, Russia, an important Russian industrial city. During the Battle of Stalingrad in World War II, the city became famous for its resistance against the German Army. As a matter of personal history, I had an uncle, by marriage that was killed in this battle. Many historians consider the battle of Stalingrad the largest and bloodiest battle in the history of warfare. Anna earned her master's degree in economics in Moscow. Her father at the time was employed by the Soviet embassy in Nairobi, Kenya, where he allegedly was a senior KGB agent. After her marriage to Alex Chapman, Anna became a British subject and held a British passport. For a time Alex and Anna lived in London where among other places, she worked for Barclays Bank. In 2009 Anna Chapman left her husband and London, and moved to New York City, living at 20 Exchange Place, in the Wall Street area of downtown Manhattan. In 2009, after a slow start, she enlarged her real-estate business, having as many as 50 employees. Chapman, using her real name worked in the Russian “Illegals Program,” a group of sleeper agents, when an undercover FBI agent, in a New York coffee shop, offered to get her a fake passport, which she accepted. On her father’s advice she handed the passport over to the NYPD, however it still led to her arrest. Ten Russian agents including Anna Chapman were arrested, after having been observed for years, on charges which included money laundering and suspicion of spying for Russia. This led to the largest prisoner swap between the United States and Russia since 1986. On July 8, 2010 the swap was completed at the Vienna International Airport. Five days later the British Home Office revoked Anna’s citizenship preventing her return to England. In December of 2010 Anna Chapman reappeared when she was appointed to the public council of the Young Guard of United Russia, where she was involved in the education of young people. The following month Chapman began hosting a weekly TV show in Russia called Secrets of the World and in June of 2011 she was appointed as editor of Venture Business News magazine. In 2012, the FBI released information that Anna Chapman attempted to snare a senior member of President Barack Obama's cabinet, in what was termed a “Honey Trap.” After the 2008 financial meltdown, sources suggest that Anna may have targeted the dapper Peter Orzag, who was divorced in 2006 and served as Special Assistant to the President, for Economic Policy. Between 2007 and 2010 he was involved in the drafting of the federal budget for the Obama Administration and may have been an appealing target to the FSB, the Russian Intelligence Agency. During Orzag’s time as a federal employee, he frequently came to New York City, where associating with Anna could have been a natural fit, considering her financial and economics background. Coincidently, Orzag resigned from his federal position the same month that Chapman was arrested. Following this, Orzag took a job at Citigroup as Vice President of Global Banking. In 2009, he fathered a child with his former girlfriend, Claire Milonas, the daughter of Greek shipping executive, Spiros Milonas, chairman and President of Ionian Management Inc. In September of 2010, Orzag married Bianna Golodryga, the popular news and finance anchor at Yahoo and a contributor to MSNBC's Morning Joe. She also had co-anchored the weekend edition of ABC's Good Morning America. Not surprisingly Bianna was born in in Moldova, Soviet Union, and in 1980, her family moved to Houston, Texas. She graduated from the University of Texas at Austin, with a degree in Russian/East European & Eurasian studies and has a minor in economics. They have two children. Yes, she is fluent in Russian! Presently Orszag is a banker and economist, and a Vice Chairman of investment banking and Managing Director at Lazard.

If we truly seek to understand segregationists—not to excuse or absolve them, but to understand them—then we must first understand how they understood themselves. Until now, because of the tendency to focus on the reactionary leaders of massive resistance, segregationists have largely been understood simply as the opposition to the civil rights movement. They have been framed as a group focused solely on suppressing the rights of others, whether that be the larger cause of “civil rights” or any number of individual entitlements, such as the rights of blacks to vote, assemble, speak, protest, or own property. Segregationists, of course, did stand against those things, and often with bloody and brutal consequences. But, like all people, they did not think of themselves in terms of what they opposed but rather in terms of what they supported. The conventional wisdom has held that they were only fighting against the rights of others. But, in their own minds, segregationists were instead fighting for rights of their own—such as the “right” to select their neighbors, their employees, and their children’s classmates, the “right” to do as they pleased with their private property and personal businesses, and, perhaps most important, the “right” to remain free from what they saw as dangerous encroachments by the federal government. To be sure, all of these positive “rights” were grounded in a negative system of discrimination and racism. In the minds of segregationists, however, such rights existed all the same. Indeed, from their perspective, it was clearly they who defended individual freedom, while the “so-called civil rights activists” aligned themselves with a powerful central state, demanded increased governmental regulation of local affairs, and waged a sustained assault on the individual economic, social, and political prerogatives of others. The true goal of desegregation, these white southerners insisted, was not to end the system of racial oppression in the South, but to install a new system that oppressed them instead. As this study demonstrates, southern whites fundamentally understood their support of segregation as a defense of their own liberties, rather than a denial of others’.

Politicians are the only people in the world who create problems and then campaign against them. Have you ever wondered why, if both the Democrats and Republicans are against deficits, we have deficits? Have you ever wondered why if all politicians are against inflation and high taxes, we have inflation and high taxes? You and I don’t propose a federal budget. The president does. You and I don’t have Constitutional authority to vote on appropriations. The House of Representatives does. You and I don’t write the tax code. Congress does. You and I don’t set fiscal policy. Congress does. You and I don’t control monetary policy. The Federal Reserve Bank does. One hundred senators, 435 congressmen, one president and nine Supreme Court justices — 545 human beings out of 235 million — are directly, legally, morally and individually responsible for the domestic problems that plague this country. I excused the members of the Federal Reserve Board because that problem was created by the Congress. In 1913, Congress delegated its Constitutional duty to provide a sound currency to a federally chartered by private central bank. I exclude all of the special interests and lobbyists for a sound reason. They have no legal authority. They have no ability to coerce a senator, a congressman or a president to do one cotton-picking thing. I don’t care if they offer a politician $1 million in cash. The politician has the power to accept or reject it. No matter what the lobbyist promises, it is the legislators’ responsibility to determine how he votes. Don’t you see the con game that is played on the people by the politicians? Those 545 human beings spend much of their energy convincing you that what they did is not their fault. They cooperate in this common con regardless of party. What separates a politician from a normal human being is an excessive amount of gall. No normal human being would have the gall of Tip O’Neill, who stood up and criticized Ronald Reagan for creating deficits. The president can only propose a budget. He cannot force the Congress to accept it. The Constitution, which is the supreme law of the land, gives sole responsibility to the House of Representatives for originating appropriations and taxes. Those 545 people and they alone are responsible. They and they alone should be held accountable by the people who are their bosses — provided they have the gumption to manage their own employees.

back, change into something formal. I’m taking you out to the most famous restaurant in all of Paris,’ he said proudly. She giggled. Listening to him make every effort to be the romantic tickled her to bits. Though she was a seasoned and toughened law enforcement agent, she still wasn’t beyond feeling giddy when it came to Pope’s courting efforts. For their long overdue holiday, a honeymoon-before-the-wedding kind of thing, Pope splashed out. The sky was the limit. Five months ago, when he asked her where she wanted to go, she had said Paris. So, Paris it had to be. There were no ifs or buts. And they were going to do it in style. He booked them a room at the Banke Hôtel for the entire duration of their stay. Luckily, he got it at a special rate, otherwise a Federal employee like him wouldn’t have been able to stretch the budget that far. Housed in a former bank, the Baroque revival hotel had an ornate columned façade. The interior was grand in scale and lavishly decorated. The room didn’t disappoint. Charming period detailing had been retained; in their

The collapse of startups should be no surprise. Ever since antitrust enforcement was changed under Ronald Reagan in the early 1980s, small was bad and big was considered beautiful. Murray Weidenbaum, the first chair of Reagan's Council of Economic Advisors, argued that economic growth, not competition, should be policymakers' primary goal. In his words, “It is not the small businesses that created the jobs,' he concluded, ‘but the economic growth.” And small businesses were sacrificed for the sake of bigger businesses.34 Ryan Decker, an economist at the Federal Reserve, found that the decline is even infecting the high technology sector. Americans look at startups over the years like PayPal and Uber and conclude the tech scene is thriving, but Decker points out that in the post-2000 period, we have seen a decline even in areas of great innovation like technology. Over the past 15 years, there are not only fewer technology startups, but these young firms are slower growing than they were before. Given the importance of technology to growth and productivity, his findings should be extremely troubling. The decline in firm entries is a mystery to many economists, but the cause is clear: greater industrial concentration has been choking the economy, leading to fewer startups. Firms are getting bigger and older. In a comprehensive study, Professor Gustavo Grullon showed that the disappearance of small firms is directly related to increasing industrial concentration. In real terms, the average firm in the economy has become three times larger over the past 20 years. The proportion of people employed by firms with 10,000 employees or more has been growing steadily. The share started to increase in the 1990s, and has recently exceeded previous historical peaks. Grullon concluded that when you look at all the evidence, it points “to a structural change in the US labor market, where most jobs are being created by large and established firms, rather than by entrepreneurial activity.”35 The employment data of small firms supports Grullon's conclusions; from 1978 to 2011, the number of jobs created by new firms fell from 3.4% of total business employment to 2% (Figure 3.2).36

The Founding and the Constitution WHAT GOVERNMENT DOES AND WHY IT MATTERS The framers of the U.S. Constitution knew why government mattered. In the Constitution’s preamble, the framers tell us that the purposes of government are to promote justice, to maintain peace at home, to defend the nation from foreign foes, to provide for the welfare of the citizenry, and, above all, to secure the “blessings of liberty” for Americans. The remainder of the Constitution spells out a plan for achieving these objectives. This plan includes provisions for the exercise of legislative, executive, and judicial powers and a recipe for the division of powers among the federal government’s branches and between the national and state governments. The framers’ conception of why government matters and how it is to achieve its goals, while often a matter of interpretation and subject to revision, has been America’s political blueprint for more than two centuries. Often, Americans become impatient with aspects of the constitutional system such as the separation of powers, which often seems to be a recipe for inaction and “gridlock” when America’s major institutions of government are controlled by opposing political forces. This has led to bitter fights that sometimes prevent government from delivering important services. In 2011 and again in 2013, the House and Senate could not reach agreement on a budget for the federal government or a formula for funding the public debt. For 16 days in October 2013, the federal government partially shut down; permit offices across the country no longer took in fees, contractors stopped receiving checks, research projects stalled, and some 800,000 federal employees were sent home on unpaid leave—at a cost to the economy of $2–6 billion.1 39

Most people are unaware that nearly every federal agency includes some type of law enforcement division. For example, the United States Postal Service has a law enforcement wing—the Postal Inspection Service. Postal Inspection agents enforce over two hundred federal laws related to crimes involving the postal system, its employees, and its customers. Each year, these agents make over five thousand arrests, primarily for crimes such as mail theft, mail fraud, and illegally mailing drugs and weapons. Interestingly, these agents have a reputation of being some of the most dedicated and intelligent in all of federal law enforcement. Even the IRS (Internal Revenue Service) and EPA (Environmental Protection Agency) have law enforcement divisions with gun-carrying federal agents capable of making arrests for violations of federal tax and environmental law.

On January 21, 2021, the day after inauguration, Biden reversed the order. It was one of his first actions as president. No wonder, because, as The Hill reported, this executive order would have been “the biggest change to federal workforce protections in a century, converting many federal workers to ‘at will’ employment.” How many federal workers in agencies would have been newly classified at Schedule F? We do not know because only one completed the review before their jobs were saved by the election result. The one that did was the Congressional Budget Office. Its conclusion: fully 88% of employees would have been newly classified as Schedule F, thus allowing the president to terminate their employment. This would have been a revolutionary change, a complete remake of Washington, DC, and all politics as usual. If the HHS Administrative State is to be dismantled, so that it will become possible to manage the various Executive Branch agencies once again, Schedule F provides an excellent strategy and template to achieve the objective. If this most important of all tasks is not achieved, then we will remain at risk that HHS will once again attempt to trade our national sovereignty for additional power by aligning with the WHO, as was recently attempted in the case of the surreptitious January 28, 2022, proposed modifications to the International Health Regulations [434]. These actions, which were not made public until April 12, 2022, clearly demonstrate that the HHS Administrative State represents a clear and present danger to the US Constitution and national sovereignty and must be dismantled as soon as possible.

INCENTIVES – “From all business, my favorite case on incentives is Federal Express. The heart and soul of their system—which creates the integrity of the product—is having all their airplanes come to one place in the middle of the night and shift all the packages from plane to plane. If there are delays, the whole operation can’t deliver a product full of integrity to Federal Express customers. And it was always screwed up. They could never get it done on time. They tried everything—moral suasion, threats, you name it. And nothing worked. Finally, somebody got the idea to pay all these people not so much an hour, but so much a shift—and when it’s all done, they can go home. Well, their problems cleared up overnight.” – Here Charlie is talking about incentives. All of us who have held hourly jobs know that if workers are paid by the hour they will work more slowly than if they are paid them by the job. Why? Because if they are paid by the hour, they have an incentive to work more slowly in order to put more hours on the clock and make more money. But if they are paid by the job, there is an incentive to work quickly so they can get onto the next job and make more money. Federal Express aligned management’s goals with employee incentives. With hourly pay their employees were never in a hurry, but when pay was given for a specific task—getting a plane loaded—suddenly they were in a rush to get the job done. The key wasn’t paying workers by the task or shift; the key was letting them go home if they finished early, which was a kind of financial reward in that they were getting paid for the full shift even if they left early.

Senior Wal-Mart officials concentrated on setting goals, measuring progress, and maintaining communication lines with employees at the front lines and with official agencies when they could. In other words, to handle this complex situation, they did not issue instructions. Conditions were too unpredictable and constantly changing. They worked on making sure people talked. Wal-Mart’s emergency operations team even included a member of the Red Cross. (The federal government declined Wal-Mart’s invitation to participate.) The team also opened a twenty-four-hour call center for employees, which started with eight operators but rapidly expanded to eighty to cope with the load. Along the way, the team discovered that, given common goals to do what they could to help and to coordinate with one another, Wal-Mart’s employees were able to fashion some extraordinary solutions. They set up three temporary mobile pharmacies in the city and adopted a plan to provide medications for free at all of their stores for evacuees with emergency needs—even without a prescription. They set up free check cashing for payroll and other checks in disaster-area stores. They opened temporary clinics to provide emergency personnel with inoculations against flood-borne illnesses. And most prominently, within just two days of Katrina’s landfall, the company’s logistics teams managed to contrive ways to get tractor trailers with food, water, and emergency equipment past roadblocks and into the dying city. They were able to supply water and food to refugees and even to the National Guard a day before the government appeared on the scene. By the end Wal-Mart had sent in a total of 2,498 trailer loads of emergency supplies and donated $3.5 million in merchandise to area shelters and command centers. “If the American government had responded like Wal-Mart has responded, we wouldn’t be in this crisis,” Jefferson Parish’s top official, Aaron Broussard, said in a network television interview at the time.

Approximately three thousand people work for the Bureau of Engraving. It takes 490 notes to make a pound, and it would require 14.5 million notes to make a stack one mile high. Coin and paper account for only about 8 percent of all the dollars in the world. The rest are merely numbers in a ledger or tiny electronic blips on a computer chip. At the end of the process, the workers bundle the bills into packages of 100, which they then stack into bricks of 4,000. These bricks are loaded onto a pallet for transport to the basement from where they will be sent to the various Federal Reserve offices around the nation for distribution to banks and the public. Along the way, the curious visitors pepper the guides with questions: Q. Why are so many employees listening to music on headphones? A. To block the loud sound of the printing, cutting, and stacking machines. Q. Why are some of them eating? A. They are on break. Q. Why are all of the checkers so fat? A. Because they sit all day and watch money go by with little chance for exercise.

But Washington held some unpleasant surprises: Customer attrition spiked when the Trump administration took control in January 2017 and many federal employees who’d been appointed by President Obama left town. Also, apartment buildings were more dispersed in D.C. than in Boston or Chicago, which added travel time between jobs for Baroo care providers.

Elections are administered by states. Federal employees are hired to administer federal programs, not to help the ruling party get out the vote to specific groups that tend to vote for the ruling party.

fashion, to protect federal employees from political coercion in the workplace, and to ensure that federal employees are advanced based on merit and not based on political

It will be a matter of great regret if the friendly spirit which characterised the relations between the Jewish employer in the P.I.C.A. villages and his Arab employees, to which reference has already been made, were to disappear. Unless there is some change of spirit in the policy of the Zionist Organisation it seems inevitable that the General Federation of Jewish Labour, which dominates that policy, will succeed in extending its principles to all the Jewish colonies in Palestine. The present position, precluding any employment of Arabs in the Zionist colonies, is undesirable, from the point of view both of justice and of the good government of the country. As long as these provisions exist in the Constitution of the Zionist Organisation, in the lease of the Keren-Kayemeth and in the agreement of the Keren-Hayesod it cannot be regarded as desirable that large areas of land should be transferred to the Jewish National Fund. It is impossible to view with equanimity the extension of an enclave in Palestine from which all Arabs are excluded. The Arab population already regards the transfer of lands to Zionist hands with dismay and alarm. These cannot be dismissed as baseless in the light of the Zionist policy which is described above.

The government, or rather the taxpayers, further support religious child abuse by subsidizing Christian Science practitioners and their nursing homes with Medicare and tax exemptions—despite their complete failure to provide any medical care. Other tax support involves allowing federal employees, some state employees, and members of the armed forces to join health plans that include Christian Science nursing and practitioner care.

It was only after World War II that Stanford began to emerge as a center of technical excellence, owing largely to the campaigns of Frederick Terman, dean of the School of Engineering and architect-of-record of the military-industrial-academic complex that is Silicon Valley. During World War II Terman had been tapped by his own mentor, presidential science advisor Vannevar Bush, to run the secret Radio Research Lab at Harvard and was determined to capture a share of the defense funding the federal government was preparing to redirect toward postwar academic research. Within a decade he had succeeded in turning the governor’s stud farm into the Stanford Industrial Park, instituted a lucrative honors cooperative program that provided a camino real for local companies to put selected employees through a master’s degree program, and overseen major investments in the most promising areas of research. Enrollments rose by 20 percent, and over one-third of entering class of 1957 started in the School of Engineering—more than double the national average.4 As he rose from chairman to dean to provost, Terman was unwavering in his belief that engineering formed the heart of a liberal education and labored to erect his famous “steeples of excellence” with strategic appointments in areas such as semiconductors, microwave electronics, and aeronautics. Design, to the extent that it was a recognized field at all, remained on the margins, the province of an older generation of draftsmen and machine builders who were more at home in the shop than the research laboratory—a situation Terman hoped to remedy with a promising new hire from MIT: “The world has heard very little, if anything, of engineering design at Stanford,” he reported to President Wallace Sterling, “but they will be hearing about it in the future.

SCANDALS AND MISMANAGEMENT If Secretary Clinton’s political career had ended with her defeat for the Democratic presidential nomination in 2008, her skills as a manager would have been judged by her disorganized and drama-filled campaign for the presidency and her disastrous Health Care Task Force as First Lady. President Obama, who defeated her calamitously run campaign, should have been wary of nominating Clinton to a post that was responsible for tens of thousands of federal employees throughout the world. While her tenure in Foggy Bottom didn’t have the highly publicized backstabbing element that tarnished her presidential campaign, Secretary Clinton’s deficiencies as a manager were no less evident. There was one department within State that Secretary Clinton oversaw with great care: the Global Partnerships Initiative (GPI), which was run by long-time Clinton family aide Kris Balderston. Balderston was known in political circles for creating a “hit list” that ranked members of Congress based on loyalty to the Clintons during the 2008 presidential primaries.[434] Balderston was brought to Foggy Bottom to “keep the Clinton political network humming at State.”[435] He focused his efforts on connecting CEOs and business interests—all potential Clinton 2016 donors—to State Department public/private partnerships. Balderston worked alongside Clinton’s long-time aide Huma Abedin, who was given a “special government employee” waiver, allowing her to work both as Secretary Clinton’s deputy chief of staff, and for other private sector clients. With the arrangement, Abedin would serve as a consultant to the top Clinton allied firm, Teneo, in a role in which, as the New York Times reported, “the lines were blurred between Ms. Abedin’s work in the high echelons of one of the government’s most sensitive executive departments and her role as a Clinton family insider.”[436] Secretary Clinton and her allies have placed great emphasis on the secretary of state’s historic role in promoting American business interests overseas, dubbing the effort “economic statecraft.”[437] The efforts of the GPI, Abedin, and Balderston ensured that Secretary Clinton’s “economic statecraft” agenda would be rife with the potential for conflicts of interest reminiscent of the favor-trading scandals that emanated from her husband’s White House. While the political office and donor maintenance program was managed with extreme meticulousness, Secretary Clinton ignored her role as manager of the rest of the sprawling government agency.[438] When it came to these more mundane tasks, Secretary Clinton was not on top of what was really going on in the department she ran. While Secretary Clinton was preoccupied with being filmed and photographed all around the world, the State Department was plagued by chronic management problems and scandals, from visa programs to security contractors. And when Secretary Clinton did weigh in on management issues, it was almost always after a raft of bad press forced her to, and not from any proactive steps she took. In fact, she and her department’s first reaction in certain instances was to silence critics or intimidate whistleblowers, rather than get to the bottom of what was actually going on. The events that unfolded in Benghazi were the worst example of Secretary Clinton neglecting her managerial responsibilities. This pattern of behavior, which led to the tragedy, was characteristic of her management style throughout her four years at Foggy Bottom. “Economic Statecraft” A big part of Secretary Clinton’s record-breaking travel—112 countries visited—was her work as a salesperson for select U.S. business interests.[439] Today, her supporters would have us believe her “economic statecraft” agenda was a major accomplishment.[440] Yet, as always seems to be the case with the Clintons, there was one family that benefited more than any other from all this economic statecraft—the Clinton family.

What about the truth?” Ethan asked. “In some environments, safety and truth are natural born enemies. I would think a former employee of the federal government could grasp that concept.

The idea of putting customers first and acting with integrity is gaining traction. Outdoor-gear retailer REI received adulation for adhering to its values when it announced that it would not only close its stores on Black Friday in 2015 but pay its employees to get outside. Contrast that with blood-test startup Theranos. CEO Elizabeth Holmes was lauded as “America’s youngest self-made billionaire,”12 and the firm was quickly valued at $9 billion. Then, testing showed that the company’s flagship Edison device, which purported to deliver test results from a single drop of blood, did not work.13 The federal government swiftly began investigating Holmes, with regulators not only revoking the company’s license to operate but suggesting a ban preventing Holmes from owning or operating a lab for two years. Walgreens Boot Alliance Inc. sued Theranos for $140 million, equivalent to the amount the drugstore giant had invested in the startup. 14 In the fall of 2016, Theranos announced it would be shutting down its blood-testing facilities and shed at least 40 percent of its workforce. 15

Learn about Public Service Loan Forgiveness The PSLF Program (Public Service Loan Forgiveness) encourages people to proceed and continue their participation in public service careers. In this program, eligible individuals are entitled for forgiveness of their remaining balance that is due on their federal student loans. However, they may only qualify if they were able to make 120 payments on these loans, which are under a particular repayment plan. These individuals also have a full-time employment status from public service companies, so they may qualify for the PSLF. Let’s discuss Public Service Loan Forgiveness with The Student Loan Help Center Team. How to Obtain Remaining Balances on Direct Loans If you want to have remaining balances on your direct loans forgiven through the PSLF, you must be able to make 120 monthly payments on direct loans. Furthermore, these payments should be full and made on time. Another important qualification is securing the payment after October 1, 2007. When you make these monthly payments, keep in mind that you should be a full-time employee at any accredited public service company. Important Details about Eligible Loans for Forgiveness As The Student Loan Help Center CEO Bruce Mesnekoff Said Loans that are eligible for the PSLF program are those you have received from a direct loan. On the other hand, Perkins Loans, Federal Family Education Loans (FFEL) and other types of student loans are not valid for PSLF. If you have an existing Perkins loan or FFEL, you have the option to consolidate these into direct consolidation loans, so you may avail of the outstanding benefits offered by the PSLF. Make sure, though, that the payments made on the new loan will be counted toward your payment requirement, which will last for 120 months. Facts about Qualifying Repayment Plans You will be able to maximize your benefits from the PSLF by repaying loans on the IBR (Income Based Repayments) or the ICR (Income Contingent Repayments. These plans enable you to qualify for the PSLF program. The 10-year repayment plan also qualifies you for the PSLF, as well as other plans where the monthly payment you make is equivalent or more than what you are required to pay under the standard 10-year repayment scheme. Before you decide on the best repayment scheme for paying off your direct loans, make sure you are aware of the costs and implications of such decision. When you extend the period in securing your payments for PSLF qualifying payments, you can reduce the remaining balance on your loan when you satisfy all the eligibility requirements for the PSLF program. Moreover, you will have zero balance on loans to be forgiven when you are able to make all 120 monthly payments through the 10 year standard repayment scheme. You can expect a great reduction on your monthly payments under the ICR or IBR plans, as compared to other qualifying repayment options for the PSLF program. Moreover, the repayment term is likely to extend. With a longer period in repaying your loans, you can expect additional interest to accumulate on your loan. Keep in mind, though, that your inability to meet the PSLF requirements will entitle you to pay off the entire loan balance, as well as the accrued interest.

Nike, Microsoft Amazon and similar companies went public relatively early in their growth cycles. As a result, public investors had the opportunity to participate in 95 to 99% of their overall price appreciation. Founders, early employees and VCs took all the risk. Most of the reward was left for grabbing – anyone could’ve bought those stocks on the secondary markets.   As the Federal Reserve prints more money and interest rates remain low, an increasing percentage of capital is flowing into risky asset classes like venture capital and “angel investing.” This capital has chased up valuations in the pipeline preceding IPOs, making the IPOs feel more like the end of the journey, not the beginning. Thus,

As has been the case far too often in the Obama administration, which may go down as the least transparent administration in history, the IRS refused to respond to our FOIA requests. Judicial Watch was forced to sue the IRS in federal court in October 2013, shortly after Lois Lerner had “retired” to avoid the consequences of her actions. Judicial Watch’s efforts through these FOIA requests and subsequent litigation led to the discovery that in addition to targeting conservatives at the IRS, Lois Lerner sent confidential taxpayer information to attorneys at the Federal Election Commission, which enforces federal campaign finance rules, in violation of federal law. Email communications revealed that Lerner, who formerly worked at the Federal Election Commission (FEC), sent extensive materials on conservative organizations—the American Issues Project and Citizens for the Republic—to the FEC, including detailed confidential information, after inquiries from the FEC attorneys. She disclosed this information in spite of Section 6103 of the Internal Revenue Code, which bars the IRS from sending such information to anyone, including other federal agencies. It also turned out that the FEC attorneys were acting without authority to make such an inquiry, because the commissioners who run the agency had never approved an investigation. The emails discovered by Judicial Watch provided a disturbing window into the activities of two out-of-control federal agencies, whose employees, because of their political bias, were trying to target conservative organizations.

I asked the well-known conservative thinker and publisher Alfred S. Regnery, who had just given a book talk on the importance of limiting the size of government, what he made of the fact that three-quarters of employees doing the work of the federal government are now contractors and that the federal budget for services increases by the day. He was taken aback. It was immediately apparent that the subject was not on his radar.

accommodate, within reason, the religious practices of workers and applicants unless they impose an “undue hardship” on the business. It is the latest in a line of Supreme Court cases that have elevated religious rights over secular interests, whether exercised by powerful corporations, government agencies or prison inmates. The majority opinion by Justice Antonin Scalia stressed two points that outline the role religion can have in the workplace. Employers must do more than handle religious practices in the same way they do secular ones, he wrote, because federal law gives faith-related expression “favored treatment, affirmatively obligating employers” to accommodate things they could otherwise refuse. Moreover, he wrote, an applicant or employee alleging religious discrimination doesn’t have to prove the employer was motivated by bias.

prevents them from deducting their rent, employee salaries, or utility bills, forcing them to pay taxes on a far larger amount of income than other businesses with the same earnings and costs. They also say the taxes, which apply to medical and recreational marijuana sellers alike, are stunting their hiring, or even threatening to drive them out of business. The issue reveals a growing chasm between the 23 states, plus the District of Columbia, that allow medical or recreational marijuana and the federal bureaucracy, from national forests in Colorado where possession is a federal crime to federally regulated banks that turn away marijuana businesses, and the halls of the IRS. The tax rule, an obscure provision known as 280E, catches many marijuana entrepreneurs by surprise, often in the form of an audit notice from the IRS. Some marijuana businesses in Colorado, California, and other marijuana-friendly states have taken the IRS to tax court. This year, Allgreens, a marijuana shop in Colorado, successfully challenged an IRS policy that imposed about $30,000 in penalties for paying its payroll taxes in cash — common in an industry in which businesses cannot get bank accounts. “We’re talking about legal businesses, licensed businesses,’’ said Rachel Gillette, the executive director of Colorado’s chapter of the National Organization for the Reform of Marijuana Laws and the lawyer who represented Allgreens. “There’s no reason that they should be taxed out of existence by the federal government.

The president and his subordinates have also taken the position that the federal government has a veto over a church’s choice of its ministers and employees. The Supreme Court rejected this offensive claim in a 9–0 ruling that even included the two justices appointed to the high court by the president.26

In many ways, the U.S. bureaucracy has moved away from the Weberian ideal of an energetic and efficient organization staffed by people chosen for their ability and technical knowledge. The system as a whole is less merit-based: rather than coming from top schools, 45 percent of recent new hires to the federal service are veterans, as mandated by Congress. And a number of surveys of the federal work force paint a depressing picture. According to the scholar Paul Light, “Federal employees appear to be more motivated by compensation than mission, ensnared in careers that cannot compete with business and nonprofits, troubled by the lack of resources to do their jobs, dissatisfied with the rewards for a job well done and the lack of consequences for a job done poorly, and unwilling to trust their own organizations.

The USA has no federal legislation concerning maternity protection, let alone breastfeeding breaks, and despite some high profile companies supporting breastfeeding employees, many women workers are barely allowed food and toilet breaks let alone permitted to breastfeed.

Dru wins a striking victory at Elma, in upstate New York. Subsequently acclaimed ‘Administrator of the Republic’, he embarks on a dramatic programme of radical reform: introduction of a federal income tax, nationalisation of key industries, limitation of the working week, more stringent controls on concentrations of industry and the introduction of profit-sharing with employees in return for the abolition of strikes. Not content to rest there, he ensures women are granted the vote, and the Constitution is rewritten.

The president’s subordinates at the White House Office of Management and Budget have announced that the government would subsidize companies sued by employees for failure to comply with the WARN Act—in effect, the president is using public funds to encourage and underwrite the violation of federal law.17

the gay rights agenda must trump religious freedom concerns. To wit, Feldblum has authored the Employment Non-Discrimination Act (ENDA) which turns some people into federally protected minorities based solely on their sexual orientation. ENDA was on a fast-track for passage in 2009, but then Democrats lost control of the House of Representatives and the act stalled. If passed, ENDA would affect every business owner and religious institution in America with 15 or more employees. It would make it a crime for Christian groups

Despite the refusal of the Obama Justice Department to prosecute anyone at the IRS, it is clear that what happened was an epic clampdown on any conservative voices speaking or advocating against the president’s disastrous policies and in favor of patriotism and adherence to the Constitution and the rule of law. Over the course of twenty-seven months leading up to the 2012 election, not a single Tea Party–type organization received tax-exempt status. Many were unable to operate; others disbanded because donors refused to fund them without the IRS seal of approval; some organizations and their donors were audited without justification; and many incurred legal fees and costs fighting the unlawful conduct by Lerner and other IRS employees. The IRS suppressed the entire Tea Party movement just in time to help Obama win reelection. And everyone in the administration involved in this outrageous conduct got away with it without being punished or prosecuted. Was it simply a case of retribution against the perceived “enemies” of the administration? No, this was much bigger than political payback. It was a systematic and concerted effort to squash the Tea Party movement—one of the most organic and powerful political movements in recent memory—during an election season. [See Appendix for select IRS documents uncovered by Judicial Watch.] This was about campaign politics. It was a scandal for the ages. President Obama obviously wanted this done even if he gave no direct orders for it. In 2015, he told Jon Stewart on The Daily Show that “you don’t want all this money pouring through non-profits.” But there is no law preventing money from “pouring through non-profits” that they use to achieve their legal purposes and the objectives of their members. Who didn’t want this money pouring through nonprofits? Barack Obama. In the subsequent FOIA litigation filed by Judicial Watch, the IRS obstructed and lied to a federal judge and Judicial Watch in an effort to hide the truth about what Lois Lerner and other senior officials had done. The IRS, including its top political appointees like IRS Commissioner John Koskinen and General Counsel William J. Wilkins, have much to answer for over their contempt of court and of Congress. And the Department of Justice lawyers and officials enabling this cover-up in court need to be held accountable as well. If the Tea Party and other conservative groups had been fully active in the critical months leading up to the 2012 election, would Mitt Romney have been elected president? We will, of course, never know for certain. But we do know that President Obama’s Internal Revenue Service targeted right-leaning organizations applying for tax-exempt status and prevented them from entering the fray during that period. That is how you steal an election in plain sight. Accountability is not something we will get from the Obama administration. But Judicial Watch will continue its independent investigation and certainly any new presidential administration should take a fresh look at this IRS scandal.

The retail behemoth recently announced that it will boost starting hourly wages to $9 beginning in April. That’s a real and significant increase for the estimated 500,000 Walmart workers now working at or close to the federal minimum wage of $7.25. Even better, Walmart is planning for another increase to $10 in February 2016. And it’s throwing in other goodies. It’ll let workers take sick time beginning the first day they need it. It plans to give employees more control over their schedules. And it’s committing itself to a variety of measures to advance hourly workers through the ranks, leading to ever greater positions of responsibility. What’s next? Profit sharing?

own. Save a parrot’s tree. Save ten. Without our help, without needed legislative protection and worldwide consciousness-raising on their behalf, parrots will be lost in short years to come. It is fitting to end this book with this succinct summation from Wayne Pacelle, president of the Humane Society of the United States:   We are at an odd moment in history. There are more people in this country sensitized to animal protection issues than ever before. The Humane Society of the United States alone has 8 million members, and in addition, there are more than 5,000 other groups devoted to animal protection. At the same time, there are more animals being harmed than ever before—in industrial agriculture, research and testing, and the trade in wild animals. It is pitiful that our society still condones keeping millions of parrots and other wild birds as pets—wild animals that should be free to fly and instead are languishing in cages, with more being bred every day. It’s an issue of supply and demand and it’s also an issue of right and wrong. Animals suffer in confinement, and we have a moral obligation to spare them from needless suffering. Every person can make a difference every day for animals by making compassionate choices in the marketplace: don’t buy wild animals as pets, whether they are caught from the wild or bred in captivity. If we spare the life of just one animal, it’s a 100% positive impact for that creature. If we can solve the larger bird trade problem, it will be 100% positive for all parrots and other wild birds in the U.S. and beyond our borders. I believe we will look back in 50 -75 years and say “How could we as a society countenance things like the decades long imprisonment of extraordinarily intelligent animals like parrots?” Acknowledgments For this work, which took more than two and a half years to research and write, I amassed thousands of documents and conducted several hundred interviews with leading scientists, environmentalists, paleontologists, ecological economists, conservationists, global warming experts, federal law enforcement officers, animal control officers, avian researchers, avian rescuers, veterinarians, breeders, pet bird owners, bird clubs, pet bird industry executives and employees, sanctuaries and welfare organizations, legislators, and officials with the Convention on International Trade in Endangered Species of Wild Fauna and Flora (CITES), and other sources in the United States and around the world.

A college student who wants to file a complaint of sexual assault within the campus disciplinary system informs a university employee such as an assistant dean for student life, or perhaps the Title IX coordinator. That person eventually forwards the complaint to a university disciplinary panel that may be composed of, for example, an associate dean with a master's degree in English literature, a professor of chemistry, and a senior majoring in anthropology. Unlike criminal prosecutors, members of the disciplinary panels do not have access to subpoena powers or to crime labs. They often have no experience in fact-finding, arbitration, conflict resolution, or any other relevant skill set. There is, to put it mildly, little reason to expect such panels to have the experience, expertise, and resources necessary to adjudicate a contested claim of sexual assault. Making matters worse, most campus tribunals ban attorneys for the parties (even in an advisory capacity), rules of procedure and evidence are typically ad hoc, and no one can consult precedents because records of previous disputes are sealed due to privacy considerations. Campus "courts" therefore have an inherently kangoorish nature. Even trained police officers and prosecutors too often mishandle sexual assault cases, so it's not surprising that the amateurs running the show at universities tend to have a poor record. And indeed, some victims' advocacy groups, such as the Rape, Abuse and Incest National Network (RAINN), oppose having the government further encourage the campus judicial system to primarily handle campus sexual assault claims, because that means not treating rape as a serious crime. A logical solution, if federal intervention is indeed necessary, would be for OCR [US Department of Education's Office of Civil Rights] to mandate that universities encourage students who complain of sexual assault to report the assault immediately to the police, and that universities develop procedures to cooperate with police investigations. Concerns about victims' well-being when prosecutors decline to pursue a case could also be adjudicated in a real court, as a student could seek a civil protective order against her alleged assailant. OCR could have mandated or encouraged universities to cooperate with those civil proceedings, which in some cases might warrant excluding an alleged assailant from campus.

For her part, Joanne would be considering exactly what and how much she could tell him—which, in theory, was nothing. The British have their Official Secrets Act, which forbids government employees from talking about their activities while they were in the employ of certain agencies. We don’t have quite such a grandly named law but similar regulations are in effect. She’d already committed federal offenses by her disclosures here in this rustic, cozy living room. If she went further, the crimes would be compounded significantly, I understood. But

So this was how our assistant directors were finding their guidance? Dug up from five-year-old e-mails? Later I learned that the staff members had to print out their e-mails in order to store them in safety. Evidently, the New York office server was scrubbed periodically to free up storage space. Dawn couldn’t save e-mails on her computer for long. I didn’t know whether to laugh or cry. A five-year-old crumpled paper copy of an e-mail in one employee’s files held crucial documentation for a federal agency? If SEC inspectors ever arrived at a financial firm for an examination and discovered that the firm had no manual on how to comply with federal securities laws, that firm would immediately be cited for deficiencies and most likely subject to enforcement action.

Campaign finance data later confirmed that 100 percent of campaign donations by employees of the bureau had gone to Democrats or left-leaning independents, making it the most partisan agency in the federal government.57

The City of Palo Alto had to commit to building affordable homes. Stanford University with its $21.4 billion endowment, its eight thousand acres, 60 percent of it open even now, needed to model good citizenship with a little mixed-income lodging for both employees and the greater community. The state had to kick in. The tech industry was obscenely wealthy. (He’d recently read that Bill Gates’s $90 billion fortune was .5 percent of the U.S. GDP.) There was still a federal government out there, no matter how frozen and hobbled by idiocy and partisanship and downright meanness; someone somewhere had to care.

the more fundamental problem with the big government explanation is that by most measures (all spending, or spending on the welfare state in real per capita terms, or spending as a fraction of GDP; number of government employees) the size of government lagged behind the I-we-I curve by several decades. Federal government spending and the number of employees rose steadily in tandem with the I-we-I curve from 1900 to 1970 and kept rising until they leveled off after the 1980s.

Eastman Kodak went from its late-1980s peak of 145,000 employees to fewer than 20,000, and filed for Chapter 11 protection in 2012. Polaroid, already struggling with longstanding debt and other problems, got clobbered. Between 2001 and 2009 the company declared bankruptcy twice and was sold three times; one of those buyers went to federal prison for fraud. Polaroid film was discontinued forever in 2008.

Most federal entities and employees are neither necessary nor proper to carry out the legitimate federal functions prescribed by the Constitution. Why does the Federal Government need 2.1 million civilian employees?324 This figure does not include uniformed military members or the U.S. Postal Service. Why is this cloud of locusts four times larger than the U.S. Army, when the Tenth Amendment reserves most government functions to the States? These federal organizations are reminiscent of the American colonists’ complaint, in the Declaration of Independence, that King George III had “erected a multitude of New Offices, and sent hither swarms of Officers to harass our people, and eat out their substance.

the lab’s essential public health functions could be compromised during the move and if the lab had fewer employees. The lab, now at a former Devon Energy Corp. field office building next to a cow pasture in Stillwater, has struggled to keep its top director and other key employees. Delays to get test results for basic public health surveillance for salmonella outbreaks and sexually transmitted infections have shaken the confidence of lab partners and local public health officials. As a new coronavirus emerges going into winter, the lab ranks last in the nation for COVID-19 variant testing. Many employees, who found out about the lab’s move from an October 2020 press conference, didn’t want to relocate to Stillwater. Those who did make the move in the first few months of 2021 found expensive lab equipment in their new workplace but not enough electrical outlets for them. The lab’s internet connection was slower than expected and not part of the ultra-fast fiber network used across town by Oklahoma State University. A fridge containing reagents, among the basic supplies for any lab, had to be thrown out after a power outage. Meanwhile, the Centers for Medicare and Medicaid Services finalized a correction plan after federal inspectors, prompted by an anonymous complaint, showed up unannounced at the lab in late September. “Although some aspects of the original report were not as favorable as we would have liked, the path of correction is clear and more than attainable,” Secretary of Health and Mental Health Kevin Corbett said Tuesday in a statement about the inspection. “We are well on our way to fully implementing our plan. (The Centers For Medicare and Medicaid Services) has confirmed we’ve met the requirements of being in compliance. We are looking forward to their follow-up visit.” In an earlier statement, the health department said the Stillwater lab now “has sufficient power outlets to perform testing with the new equipment, and has fiber connection that exceeds what is necessary to properly run genetic sequencing and other lab functions.” The department denied the lab had to throw out the reagents after a power outage.

A review of China-linked espionage cases of all kinds in the US between 2000 and early 2019, carried out by the Center for Strategic and International Studies, tallied 137 reported instances. It found that 57 per cent of actors were ‘Chinese military or government employees’, 36 per cent were ‘private Chinese citizens’, and 7 per cent were ‘non-Chinese actors (usually US persons)’.29 (A study of all cases of economic espionage in the US between 2009 and 2015 found that 52 per cent of those charged were of Chinese heritage, a tripling of the percentage for the period 1997 to 2009.30) It’s possible that the high proportion of Chinese-heritage spies is due to racial bias in the FBI and Department of Justice. But rather than a sharp rise of anti-Chinese racism in federal agencies, a more plausible explanation is that Beijing has stepped up its program of industrial espionage in the US and has recruited Chinese visitors to America, and Chinese-Americans, to commit the crimes.31 Even so, the number of people of non-Chinese heritage induced to spy for China appears to be rising.

His $417,608 annual salary makes him the highest paid of all four million federal employees, including the President.

His $417,608 annual salary makes him the highest paid of all four million federal employees, including the President.7

In fact, a mere 535 elected senators and representatives can hardly become acquainted with, much less even read, some 175,496 pages of the Federal Register or monitor 2.7 million employees—without the enlistment of more bureaucrats to monitor bureaucrats.12

If time management is not simply an issue of numerical hours but of some people having more control over their time than others, then the most realistic and expansive version of time management has to be collective: It has to entail a different distribution of power and security. In the realm of policy, that would mean things that seem obviously related to time - for example, subsidized childcare, paid leave, better overtime laws, and 'fair workweek laws', which seek to make part-time employees' schedules more predictable and to compensate them when they are not. Less obviously related to time - but absolutely relevant to it - are campaigns for a higher minimum wage, a federal jobs guarantee, or universal basic income.

How many people would be shocked to discover that there were more federal government employees in 1967 (2.85 million, 6.3 million if we include the military) than there were in 2013 (2.77 million, approximately 4.3 million with the military)? How many would also be shocked to find that federal employees as a fraction of the civilian labor force has fallen by more than 50% since the 1960s? And how many know that Americans are one of the least-taxed people among the advanced countries in the world?

When the National War Labor Board froze salaries during and after World War II, companies facing severe labor shortages discovered that they could attract workers by offering health insurance instead. To encourage the trend, the federal government ruled that money paid for employees’ health benefits would not be taxed.

Wacey had called Etbauer “the ultimate government employee,” a man who had never collected a paycheck in his life that wasn’t from either the state or the Federal government. He had attained his rank due to a particularly bureaucratic method known as ADV or “advanced due to vacancy.” That meant that Etbauer simply put in his time and moved up as others moved out or retired. As state employees either left to take other jobs or start businesses of their own, bureaucrats like Etbauer (who no private sector employer would ever want on the payroll) simply grew in power and seniority like a tumor within the agency, amassing security and building a fine pension.

The rest of the world, meanwhile, was watching everything in real-time. Information didn't spread from one place to another. It was put online, and then it was everywhere. One day, a rumor spread that grocery store up the street might close. The next evening, when Tom drove by, he found the building completely empty. Every ounce of food had been taken, and every window had been smashed. And he realized the feedback loop was complete. It no longer mattered what the truth was. It only mattered what people thought it was. The media fought disinformation the only way it knew how: with ideology. When the president launched a plan to suspend habeas corpus and began requisitioning private property, the media began its push to pass it. When that failed, academics and psychologists took to the airwaves to explain how, under duress, people become overcome by cognitive bias and bigotry. Studies emerged noting the correlation between obsession over keeping one's property and authoritarian political thought. When the government began confiscating weapons, other studies appeared showing the scientific link between private gun ownership and racist fear of minorities. Then a report came out that federal employees has been seizing food from packaging centers in New York and Pennsylvania. They were shipping it out of starving communities. Everyone realized something then. Despite its claims otherwise, their government wasn't saving them. It was competing with them.

I'm not a state or federal employee, so the shutdown only indirectly affects my family and I. I have, however, been out of work before. I know how it feels to pay bills all the while watching what little I managed to save, dwindle. In your hands, Mr. President, America is Troy.

If you want change, don’t waste time debating with those happy with the status quo. Instead, use your energy to create a GRAND movement that will cause the most rigid in authority to Act!

Crews that fight forest fires in Oregon are now so heavily Hispanic that in 2003, the Oregon Department of Forestry required that crew chiefs be bilingual. In 2006, the department started forcing out veterans. Jaime Pickering, who used to run a squad of 20 firefighters, says the rule means “job losses for Americans—the white people.” Zita Wilensky, a 16-year veteran, was the only white employee of Miami-Dade County Domestic Violence Unit. Her co-workers made fun of her and called her gringa and Americana. Miss Wilensky says her boss gave her 60 days to learn Spanish, and fired her when she failed to do so. It is increasingly common, therefore, for Americans to be penalized because they cannot speak Spanish, but employers who insist that workers speak English are guilty of discrimination. In 2001, the Equal Employment Opportunity Commission forced a small Catholic college in San Antonio to pay $2.4 million to housekeepers who were required to speak English at work. There are now about 45 million Hispanics in the country. What will the status of Spanish be when there are 130 million Hispanics, as the Census Bureau projects for 2050? In 2000, President Bill Clinton decided that the prohibition against discrimination because of “national origin” in the Civil Rights Act of 1964 meant that if a foreigner cannot speak to a government agency in his own language he is a victim. Executive Order 13166 required all local governments that receive federal money (all of them, essentially) to translate official documents into any language spoken by at least 3,000 people in the area or 10 percent of the local population. It also required interpreters for non-English speakers. In 2002, the Office of Management and Budget estimated that hospitals alone would spend $268 million every year implementing Executive Order 13166, and state departments of motor vehicles would spend $8.5 million. OMB estimated that communicating with food stamp recipients who don’t speak English would cost $25.2 million per year.

Being terminated for any of the items listed below may constitute wrongful termination: Discrimination: The employer cannot terminate employment because the employee is a certain race, nationality, religion, sex, age, or (in some jurisdictions) sexual orientation. Retaliation: An employer cannot fire an employee because the employee filed a claim of discrimination or is participating in an investigation for discrimination. In the US, this "retaliation" is forbidden under civil rights law. Reporting a Violation of Law to Government Authorities: also known as a whistleblower law, an employee who falls under whistleblower protections may not lawfully be fired for reporting an employer's legal violation or for similar activity that is protected by the law. Employee's refusal to commit an illegal act: An employer is not permitted to fire an employee because the employee refuses to commit an act that is illegal. Employer is not following the company's own termination procedures: In some cases, an employee handbook or company policy outlines a procedure that must be followed before an employee is terminated. If the employer fires an employee without following this procedure, depending upon the laws of the jurisdiction in which the termination occurs, the employee may have a claim for wrongful termination. … In the United States, termination of employment is not legal if it is based on your membership in a group protected from discrimination by law. It is unlawful for an employer to terminate an employee based upon factors including employee's race, religion, national origin, sex, disability, medical condition, pregnancy, or age (over 40), pursuant to U.S. federal laws such as Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act of 1990 and the Age Discrimination in Employment Act of 1967. … Many laws also prohibit termination, even of at-will employees. For example, whistleblower laws may protect an employee who reports a legal or safety violation by the employer to an appropriate oversight agency. Most states prohibit employers from firing employees in retaliation for filing a workers' compensation claim, or making a wage complaint over unpaid wages. [firing someone for political affiliation or activism away from work is not on the list]

Having lost the national debate when it came to restricting Mexicans, and fearing they were losing the larger struggle in defense of Anglo-Saxonism, white supremacists took control of the newly established U.S. Border Patrol and turned it into a vanguard of race vigilantism. . . The Juárez-El Paso bridge became something like a stage, or a gauntlet; as Mexicans crossed, they were showered with spit and racial epithets by federal employees of the U.S. government. Border patrol agents beat, shot, and hung migrants with regularity. . . Migrants had no rights, which gave the patrol absolute impunity.

Net wages: “It’s not what you make, but what you net” after paying the FIRE sector, basic utilities and taxes. The usual measure of disposable personal income (DPI) refers to how much employees take home after income-tax withholding (designed in part by Milton Friedman during World War II) and over 15% for FICA (Federal Insurance Contributions Act) to produce a budget surplus for Social Security and health care (half of which are paid by the employer). This forced saving is lent to the U.S. Treasury, enabling it to cut taxes on the higher income brackets. Also deducted from paychecks may be employee withholding for private health insurance and pensions. What is left is by no means freely available for discretionary spending. Wage earners have to pay a monthly financial and real estate “nut” off the top, headed by mortgage debt or rent to the landlord, plus credit card debt, student loans and other bank loans. Electricity, gas and phone bills must be paid, often by automatic bank transfer – and usually cable TV and Internet service as well. If these utility bills are not paid, banks increase the interest rate owed on credit card debt (typically to 29%). Not much is left to spend on goods and services after paying the FIRE sector and basic monopolies, so it is no wonder that markets are shrinking. (See Hudson Bubble Model later in this book.) A similar set of subtrahends occurs with net corporate cash flow (see ebitda). After paying interest and dividends – and using about half their revenue for stock buybacks – not much is left for capital investment in new plant and equipment, research or development to expand production.

Having been fired, Comey stole government records with the intent to leak them for his benefit. In an obvious act of retribution, he wanted the documents to inculpate Trump in a special counsel investigation and, he hoped, generate a criminal charge of obstruction of justice. This scheme to benefit himself and harm the president also may have violated at least two federal regulations, including this one identified in the Code of Federal Regulations: An employee shall not engage in a financial transaction using nonpublic information, nor allow the improper use of nonpublic information to further his own private interest or that of another, whether through advice or recommendation, or by knowing unauthorized disclosure.67

Shervin Pishevar’s other star investment, Uber, was embroiled in its own case about whether it was as humble and powerless as it claimed. A group of drivers had sued Uber, as well as its rival Lyft, in federal court, seeking to be treated as employees under California’s labor laws. Their case was weakened by the fact that they had signed agreements to be contractors not subject to those laws. They had accepted the terms and conditions that cast each driver as an entrepreneur—a free agent choosing her hours, needing none of the regulatory infrastructure that others depended on. They had bought into one of the reigning fantasies of MarketWorld: that people were their own miniature corporations. Then some of the drivers realized that in fact they were simply working people who wanted the same protections that so many others did from power, exploitation, and the vicissitudes of circumstance. Because the drivers had signed that agreement, they had blocked the easy path to being employees. But under the law, if they could prove that a company had pervasive, ongoing power over them as they did their work, they could still qualify as employees. To be a contractor is to give up certain protections and benefits in exchange for independence, and thus that independence must be genuine. The case inspired the judges in the two cases, Edward Chen and Vince Chhabria, to grapple thoughtfully with the question of where power lurks in a new networked age. It was no surprise that Uber and Lyft took the rebel position. Like Airbnb, Uber and Lyft claimed not to be powerful. Uber argued that it was just a technology firm facilitating links between passengers and drivers, not a car service. The drivers who had signed contracts were robust agents of their own destiny. Judge Chen derided this argument. “Uber is no more a ‘technology company,’ ” he wrote, “than Yellow Cab is a ‘technology company’ because it uses CB radios to dispatch taxi cabs, John Deere is a ‘technology company’ because it uses computers and robots to manufacture lawn mowers, or Domino Sugar is a ‘technology company’ because it uses modern irrigation techniques to grow its sugar cane.” Judge Chhabria similarly cited and tore down Lyft’s claim to be “an uninterested bystander of sorts, merely furnishing a platform that allows drivers and riders to connect.” He wrote: Lyft concerns itself with far more than simply connecting random users of its platform. It markets itself to customers as an on-demand ride service, and it actively seeks out those customers. It gives drivers detailed instructions about how to conduct themselves. Notably, Lyft’s own drivers’ guide and FAQs state that drivers are “driving for Lyft.” Therefore, the argument that Lyft is merely a platform, and that drivers perform no service for Lyft, is not a serious one.

A protected group or protected class is a group of people qualified for special protection by a law, policy, or similar authority. In the United States, the term is frequently used in connection with employees and employment. U.S. federal law protects individuals from discrimination or harassment based on the following nine protected classes: sex, race, age, disability, color, creed, national origin, religion, or genetic information (added in 2008). Many state laws also give certain protected groups special protection against harassment and discrimination, as do many employer policies. Although it is not required by federal law, state law and employer policies may also protect employees from harassment or discrimination based on marital status or sexual orientation. The following characteristics are "protected" by United States federal anti-discrimination law: Race – Civil Rights Act of 1964 Religion – Civil Rights Act of 1964 National origin – Civil Rights Act of 1964 Age (40 and over) – Age Discrimination in Employment Act of 1967 Sex – Equal Pay Act of 1963 and Civil Rights Act of 1964 Sexual orientation and gender identity as of Bostock v. Clayton County – Civil Rights Act of 1964 Pregnancy – Pregnancy Discrimination Act Familial status – Civil Rights Act of 1968 Title VIII: Prohibits discrimination for having or not having children Disability status – Rehabilitation Act of 1973 and Americans with Disabilities Act of 1990 Veteran status – Vietnam Era Veterans' Readjustment Assistance Act of 1974 and Uniformed Services Employment and Reemployment Rights Act Genetic information – Genetic Information Nondiscrimination Act Individual states can and do create other classes for protection under state law.

The US government sponsors a publication called Managing Diversity, which is supposed to help federal employees work better in an increasingly mixed-race workplace. One of its 1997 issues published a front-page story called “What are the Values of White People?” The author, Harris Sussman, explained that merely to speak of whites is “to invoke [a] history and experience of injustice and cruelty. When we say ‘white people,’ we mean the people of greed who value things over people, who value money over people.” Noel Ignatiev, formerly of Harvard, endorsed such sentiments in a publication called Race Traitor, which promoted the slogan, “Treason to whiteness is loyalty to humanity.” The lead article of the first issue of Race Traitor was called “Abolish the White Race—by any Means Necessary.” By this Prof. Ignatiev did not mean that whites should be physically eliminated, only that they should “dissolve the club” of white privilege whose alleged purpose is to exploit non-whites. Christine Sleeter, President of the National Association for Multicultural Education, explains what whiteness means: “ravenous materialism, competitive individualism, and a way of living characterized by putting acquisition of possessions above humanity.” In 2000, there were bomb threats and anti-black e-mail at the University of Iowa that turned out to be a fake hate crime staged by a black woman. Ann Rhodes, a white woman who was vice president for university relations was surprised: “I figured it was going to be a white guy between 25 and 55 because they’re the root of most evil.

In 2009, an American soldier named Bowe Bergdahl slipped through a gap in the concertina wire at his combat outpost in southern Afghanistan and walked off into the night. He was quickly captured by a Taliban patrol, and his absence triggered a massive search by the US military that put thousands of his fellow soldiers at risk. The level of betrayal felt by soldiers was so extreme that many called for Bergdahl to be tried for treason when he was repatriated five years later. Technically his crime was not treason, so the US military charged him with desertion of his post—a violation that still carries a maximum penalty of death. The collective outrage at Sergeant Bergdahl was based on very limited knowledge but provides a perfect example of the kind of tribal ethos that every group—or country—deploys in order to remain unified and committed to itself. If anything, though, the outrage in the United States may not be broad enough. Bergdahl put a huge number of people at risk and may have caused the deaths of up to six soldiers. But in purely objective terms, he caused his country far less harm than the financial collapse of 2008, when bankers gambled trillions of dollars of taxpayer money on blatantly fraudulent mortgages. These crimes were committed while hundreds of thousands of Americans were fighting and dying in wars overseas. Almost 9 million people lost their jobs during the financial crisis, 5 million families lost their homes, and the unemployment rate doubled to around 10 percent. For nearly a century, the national suicide rate has almost exactly mirrored the unemployment rate, and after the financial collapse, America’s suicide rate increased by nearly 5 percent. In an article published in 2012 in The Lancet, epidemiologists who study suicide estimated that the recession cost almost 5,000 additional American lives during the first two years—disproportionately among middle-aged white men. That is close to the nation’s losses in the Iraq and Afghan wars combined. If Sergeant Bergdahl betrayed his country—and that’s not a hard case to make—surely the bankers and traders who caused the financial collapse did as well. And yet they didn’t provoke nearly the kind of outcry that Bergdahl did. Not a single high-level CEO has even been charged in connection with the financial collapse, much less been convicted and sent to prison, and most of them went on to receive huge year-end bonuses. Joseph Cassano of AIG Financial Products—known as “Mr. Credit-Default Swap”—led a unit that required a $99 billion bailout while simultaneously distributing $1.5 billion in year-end bonuses to his employees—including $34 million to himself. Robert Rubin of Citibank received a $10 million bonus in 2008 while serving on the board of directors of a company that required $63 billion in federal funds to keep from failing. Lower down the pay scale, more than 5,000 Wall Street traders received bonuses of $1 million or more despite working for nine of the financial firms that received the most bailout money from the US goverment.

For those still looking for a real-world example of how a minimum wage destroys jobs, there is no better example than American Samoa. In 2007 the U.S. Congress applied the federal minimum wage to Samoa, a U.S. territory. The increases walloped the Samoan economy, with the unemployed rate soaring to 30 percent and inflation hitting double digits. Its largest employer, Chicken of the Sea, shut down its Samoan canning operation completely in 2009, laying off 2,041 employees. The island’s second largest employer, StarKist, laid off 400 workers the following year with plans to lay off 400 more.

This is another part of the special expertise of the ST. The CIA would use secrecy and need-to-know control to arrange with a Cabinet-level officer for the cover assignment of an Agency employee to that organization, for example to the Federal Aviation Administration. The Cabinet officer would agree without too much concern and quietly tip off his manpower officer to arrange a “slot” (personnel space) for someone who would be coming into a certain office. He would simply say that the “slot would be reimbursed,” and this would permit the FAA to carry a one-man overage in its manning tables. Soon the man would arrive to work in that position. As far as his associates would know, he would be on some special project, and in a short time he would have worked so well into the staff that they would not know that he was not really one of them. Turnover being what it is in bureaucratic Washington, it would not be too long before everyone around that position would have forgotten that it was still there as a special slot. It would be a normal FAA-assigned job with a CIA man in it.

So, let’s say, hypothetically, that Mike Hughes gets frustrated after his adventures fail to persuade others that Earth is flat. But Mike has options other than building rockets. He’s charismatic, and rich! Through the power of his personality and the riches in his coffers, he launches a successful bid for governor of California, which turns into a successful bid for president of the United States. Before you know it, he’s sitting in the White House. Telling people “Elections have consequences!” and that he has a “mandate,” he announces that the flat-Earth theory is no longer theory but truth. Why? Because he and his team of experts (fellow flat-Earthers) say so! Airplane flight paths will have to be redesigned, weather predictions revised, and GPS coordinates reconfigured. Moreover, all dissenters in the federal government who object or otherwise resist will be fired. “Elections have consequences,” the White House declares, “and we will not tolerate federal employees who resist the will of the people.” This would be an authoritarian condition.

there is no such thing as an offense committed by a federal employee that is severe enough to rattle federal employee unions.

Taking care of federal employees is and always has been a high priority for Democrats in general

Why am I spending another minute of my life reading about and yapping about Donald Trump when I know nothing about the 2 million or so federal employees and their possibly lifesaving work that the president is intent on eliminating?

1-855-478-6082||what is QuickBooks Payroll Support Number Understanding QuickBooks Payroll Support Options Intuit offers a range of support options for payroll, including: Phone Support: Direct phone assistance from QuickBooks Payroll support agents. Online Chat: Real-time chat support for quick questions. Email Support: For less urgent inquiries. Knowledge Base: A comprehensive online library of articles and tutorials specific to payroll. Community Forums: Online forums where users can ask questions and share solutions related to payroll. Common QuickBooks Payroll Support Queries Here are some frequently asked questions that lead users to seek QuickBooks Payroll support: Payroll Setup: Problems setting up payroll for the first time. Tax Table Updates: Questions about downloading and installing the latest tax tables. Payroll Tax Calculations: Issues with calculating federal, state, or local payroll taxes. Direct Deposit Setup and Issues: Problems setting up or troubleshooting direct deposit. Form 941 and W-2 Preparation: Questions about preparing and filing payroll tax forms. State Unemployment Tax Issues: Problems with state unemployment tax calculations or filings. Employee Payment Issues: Problems with employee paychecks or payments. Payroll reporting: Issues with creating payroll reports.

(１*８３３*７４２*９５００) ||How fix QuickBooks payroll tax table not updating after updates? Stalling Taxes: Overcoming QuickBooks Payroll Tax Table Update Failures QuickBooks Payroll is a cornerstone for businesses, streamlining employee payments and tax filings. A critical component of this system is the payroll tax table, which must remain current to ensure accurate calculations and compliance. When these tables fail to update, it can lead to significant financial and legal repercussions. This article will delve into the common reasons behind QuickBooks payroll tax table update failures and provide comprehensive solutions to restore seamless updates.   Unraveling the Mystery Behind Update Stalls QuickBooks Payroll relies on timely updates to its tax tables to reflect changes in federal, state, and local tax laws. When these updates fail, it can disrupt payroll accuracy and compliance. Here's a breakdown of the common causes:   Expired Payroll Subscription: An inactive or expired QuickBooks Payroll subscription is a primary reason for update failures. Internet Connectivity Issues: A weak or unstable internet connection can prevent QuickBooks from downloading necessary updates. Firewall or Antivirus Interference: Security software can block QuickBooks from accessing Intuit's servers for updates. Incorrect Date and Time Settings: Incorrect date and time settings on your computer can interfere with update processes. User Permission Restrictions: Insufficient user permissions can prevent QuickBooks from installing updates. Corrupted QuickBooks Installation: Damaged program files can disrupt update functionality. Outdated QuickBooks Version: Older versions may have compatibility issues with current tax table updates. Intuit Server Issues: Occasionally, Intuit's servers may experience temporary outages or maintenance, affecting update availability.   VPN or Proxy Issues: Using a VPN or proxy server can sometimes interfere with QuickBooks' ability to connect to Intuit's servers. Troubleshooting and Solutions: A Step-by-Step Guide Here's a systematic approach to resolving QuickBooks payroll tax table update failures: 1. Verify Payroll Subscription Status: Log in to your Intuit account online to verify your QuickBooks Payroll subscription status.   Ensure your subscription is active and up-to-date. If expired, renew your subscription immediately. 2. Check Internet Connectivity: Ensure you have a stable internet connection. Try accessing other websites or online services to confirm connectivity. Restart your modem and router if necessary. 3. Temporarily Disable Firewall and Antivirus: Temporarily disable your firewall and antivirus software. Attempt to update the tax tables again. If the update succeeds, add QuickBooks to the exception list of your security software and re-enable it. 4. Verify Date and Time Settings: Ensure your computer's date and time settings are accurate. Right-click the clock in your system tray and select "Adjust date/time." Enable "Set time automatically" and "Set time zone automatically." 5. Run QuickBooks as Administrator: Right-click the QuickBooks shortcut and select "Run as administrator." This grants QuickBooks the necessary permissions to install updates. 6. Repair QuickBooks Installation:

１-８３３-７４２-９５００ ||How fix Payroll taxes are not being taken out in QuickBooks? Missing Deductions: Troubleshooting Payroll Tax Issues in QuickBooks QuickBooks payroll is designed to automate the often complex process of calculating and deducting payroll taxes. However, encountering situations where payroll taxes aren't being taken out can lead to significant compliance issues and potential penalties. This article will explore the common reasons behind this problem and provide practical solutions to restore accurate payroll tax deductions.   Understanding the Causes of Missing Payroll Tax Deductions Several factors can contribute to payroll taxes not being deducted in QuickBooks. Here are the most common culprits: Incorrect Employee Setup: Errors in employee profiles, such as incorrect filing statuses or exemptions, can lead to inaccurate tax calculations.   Outdated Tax Tables: QuickBooks relies on up-to-date tax tables to calculate federal, state, and local taxes. Outdated tables will result in incorrect deductions. Incorrect Payroll Item Setup: Errors in the payroll item setup, such as incorrect tax tracking types or missing tax items, can prevent QuickBooks from deducting taxes. Payroll Service Issues: Problems with your QuickBooks payroll service subscription, such as an inactive subscription, can hinder tax calculations. Company Preferences: Incorrect company preferences related to payroll can also cause tax deduction failures. User Error: Sometimes, simple data entry mistakes can lead to taxes not being calculated. Troubleshooting and Solutions: A Practical Guide Here's a step-by-step approach to resolving payroll tax deduction issues in QuickBooks: 1. Verify Employee Information: Review each employee's profile to ensure their filing status, exemptions, and other tax-related information are accurate. Pay close attention to state and local tax settings. 2. Update Tax Tables: Go to "Employees" > "Get Payroll Updates" and download the latest tax table updates. Ensure you have a stable internet connection during the update process. 3. Review Payroll Item Setup: Go to "Lists" > "Payroll Item List" and review the setup of each payroll item.   Ensure that the tax tracking types are correct and that all necessary tax items are included. 4. Check Payroll Service Subscription: Verify that your QuickBooks payroll service subscription is active and up to date. Log in to your Intuit account to check your subscription status. 5. Review Company Preferences: Go to "Edit" > "Preferences" > "Payroll & Employees" > "Company Preferences."   Review the payroll settings to ensure they are configured correctly. 6. Run Payroll Reports: Run payroll summary reports to find any discrepancies. This will help to identify which employees, or payroll items are causing the issue.

１-８３３-７４２-９５００ ||How fix QuickBooks Payroll not calculating federal? Untangling the Tax Web: Fixing QuickBooks Payroll Federal Tax Calculation Errors QuickBooks Payroll is designed to streamline payroll processing, including the crucial task of calculating federal income tax withholdings. However, when these calculations go awry, it can lead to significant compliance issues and potential penalties. This article will dissect the common causes of QuickBooks Payroll federal tax calculation errors and provide a comprehensive guide to restoring accuracy.   Understanding the Roots of Federal Tax Calculation Errors Federal income tax withholdings are complex, relying on various factors, including employee W-4 information, tax tables, and payroll settings. Errors can arise from several sources:   Incorrect Employee W-4 Information: Errors in employee W-4 forms, such as incorrect filing status or number of allowances, will lead to incorrect calculations.   Outdated Tax Tables: Using outdated tax tables will result in inaccurate withholdings. Incorrect Payroll Setup: Errors in company payroll settings, such as pay frequencies or tax filing methods, can affect calculations. Corrupted Payroll Files: Damaged or corrupted payroll files can disrupt the calculation process. QuickBooks Update Issues: Problems with QuickBooks updates can affect the installation or application of tax table updates. User Permission Issues: Insufficient user permissions can prevent QuickBooks from accessing or modifying payroll settings.   Conflicting Software: Conflicts with other software, particularly antivirus or security programs, can interfere with QuickBooks calculations.   Damaged QuickBooks Installation: Corrupted program files can cause numerous issues, including problems with payroll calculations. Incorrect Pay Item Setup: Incorrectly set up pay items such as bonuses, or overtime can cause issues.  

[Dial.833.742.9500] How fix QuickBooks tax table is not updating after updates? QuickBooks Tax Table Not Updating: A Comprehensive Guide QuickBooks is one of the most widely used accounting software solutions for small and medium-sized businesses. It simplifies financial management, including payroll, invoicing, and tax calculations. However, like any software, QuickBooks can encounter issues, one of which is the tax table not updating. This problem can lead to incorrect tax calculations, which can be a significant concern for businesses. In this guide, we’ll explore why the QuickBooks tax table may not update, how to resolve the issue, and answer some frequently asked questions. What is a QuickBooks Tax Table? A tax table is a file that contains the latest tax rates and regulations used by QuickBooks to calculate payroll taxes. The software relies on this table to ensure accurate deductions for federal, state, and local taxes. Intuit, the company behind QuickBooks, regularly updates the tax table to reflect changes in tax laws. Businesses using QuickBooks payroll services must update their tax tables to remain compliant with tax regulations. Why is the QuickBooks Tax Table Not Updating? There are several reasons why the QuickBooks tax table may fail to update. Below are some of the most common causes: Expired Payroll Subscription QuickBooks payroll services require an active subscription. If your subscription has expired, the software will not be able to download the latest tax table updates. Internet Connectivity Issues QuickBooks requires a stable internet connection to download updates. If your internet connection is weak or unstable, the tax table update may fail. Outdated QuickBooks Version Using an outdated version of QuickBooks can prevent the software from receiving updates, including tax table updates. Firewall or Security Software Blocking Updates Sometimes, firewall or antivirus software may block QuickBooks from accessing the internet, preventing the tax table from updating. Corrupted QuickBooks Installation If your QuickBooks installation is corrupted, it may not function properly, including the ability to update the tax table. Server Issues on Intuit’s End Occasionally, Intuit’s servers may experience downtime or technical issues, preventing users from downloading updates. How to Fix the QuickBooks Tax Table Not Updating Issue Here are step-by-step solutions to resolve the tax table update issue: 1. Verify Your Payroll Subscription Open QuickBooks and go to the Employees menu. Select My Payroll Service and then Activate/Update Payroll. Check if your payroll subscription is active. If it has expired, renew it to enable tax table updates. 2. Check Your Internet Connection Ensure your internet connection is stable. Try accessing other websites or services to confirm your connection is working properly. 3. Update QuickBooks to the Latest Version Go to the Help menu and select Update QuickBooks Desktop. Click on Update Now and follow the prompts to install the latest version. 4. Temporarily Disable Firewall or Antivirus Software Disable your firewall or antivirus software temporarily. Attempt to update the tax table again. If the update succeeds, add QuickBooks to your firewall or antivirus exception list. 5. Manually Update the Tax Table Go to the Employees menu and select Get Payroll Updates. If the automatic update fails, you can manually download the tax table from the Intuit website and install it. 6. Repair QuickBooks Installation Close QuickBooks and open the Control Panel on your computer. Go to Programs and Features, locate QuickBooks, and select Repair. Follow the on-screen instructions to repair the installation. 7. Check Intuit’s Server Status Visit Intuit’s status page or contact their support team to check if there are any server issues.

１(８３３)７４２-９５００||How fix QuickBooks Desktop payroll not calculating federal? Federal Fumbles: Fixing QuickBooks Desktop Payroll's Federal Tax Calculation Woes QuickBooks Desktop payroll is a workhorse for many small businesses, but when it fails to calculate federal taxes correctly, it throws a wrench into the entire payroll process. This issue can lead to significant compliance problems and potential penalties. Let's explore the common causes and solutions to fix this frustrating problem. Understanding the Federal Tax Calculation Issue When QuickBooks Desktop payroll doesn't calculate federal taxes, it typically stems from a few key areas: outdated tax tables, incorrect employee or company setup, or software glitches. Here's a closer look:   Outdated Tax Tables: Federal tax laws change frequently. If your tax tables are not up-to-date, QuickBooks will use incorrect rates.   Incorrect Employee Setup: Errors in an employee's W-4 information, such as filing status or withholding allowances, can lead to incorrect calculations. Company Setup Errors: Issues with the company's federal tax ID or other setup details can also cause problems. Corrupted Data or Software: Damaged data files or a corrupted QuickBooks installation can disrupt the calculation process. User Permissions: Insufficient user permissions can prevent QuickBooks from accessing or modifying necessary settings.   Troubleshooting Steps Here's how to get your federal tax calculations back on track: Update Tax Tables: Go to "Employees" > "Get Payroll Updates."   Download the latest tax table update. Ensure your payroll subscription is active. Verify Employee W-4 Information: Review each employee's W-4 information in QuickBooks. Ensure the filing status, withholding allowances, and any additional withholdings are accurate. Check Company Setup: Go to "Company" > "Payroll Setup." Verify the company's federal tax ID and other relevant details. Run QuickBooks as Administrator: Right-click the QuickBooks icon and select "Run as administrator." This ensures proper permissions. Repair QuickBooks Installation: If the problem persists, repair your QuickBooks installation through the Control Panel. Verify Data: Go to file> utilities > verify data, and then rebuild data.

[Dial.833.742.9500] What should I do if Getting QuickBooks Payroll Tax Table Not Updating after updates? QuickBooks Payroll Tax Table Not Updating: A Comprehensive Guide QuickBooks is a powerful accounting software that helps businesses manage their finances, including payroll. One of the key features of QuickBooks Payroll is its ability to calculate payroll taxes accurately using an updated tax table. However, users may occasionally encounter issues where the QuickBooks Payroll tax table fails to update. This can lead to incorrect tax calculations, compliance issues, and potential penalties. In this guide, we’ll explore the reasons behind this issue, provide step-by-step solutions, and answer frequently asked questions to help you resolve the problem. What is the QuickBooks Payroll Tax Table? The QuickBooks Payroll tax table is a file that contains the latest federal, state, and local tax rates and regulations. It is used by QuickBooks to calculate payroll taxes accurately. Intuit, the company behind QuickBooks, regularly updates the tax table to reflect changes in tax laws. Businesses using QuickBooks Payroll must ensure their tax table is up to date to remain compliant with tax regulations and avoid errors in payroll processing. Why is the QuickBooks Payroll Tax Table Not Updating? There are several reasons why the QuickBooks Payroll tax table may fail to update. Below are some of the most common causes: Expired Payroll Subscription QuickBooks Payroll requires an active subscription to receive updates. If your subscription has expired, the software will not be able to download the latest tax table. Internet Connectivity Issues QuickBooks requires a stable internet connection to download updates. If your internet connection is weak or unstable, the tax table update may fail. Outdated QuickBooks Version Using an outdated version of QuickBooks can prevent the software from receiving updates, including tax table updates. Firewall or Security Software Blocking Updates Firewall or antivirus software may block QuickBooks from accessing the internet, preventing the tax table from updating. Corrupted QuickBooks Installation If your QuickBooks installation is corrupted, it may not function properly, including the ability to update the tax table. Server Issues on Intuit’s End Occasionally, Intuit’s servers may experience downtime or technical issues, preventing users from downloading updates. Incorrect Payroll Settings If your payroll settings are not configured correctly, QuickBooks may not be able to update the tax table. How to Fix the QuickBooks Payroll Tax Table Not Updating Issue Here are step-by-step solutions to resolve the tax table update issue: 1. Verify Your Payroll Subscription Open QuickBooks and go to the Employees menu. Select My Payroll Service and then Activate/Update Payroll. Check if your payroll subscription is active. If it has expired, renew it to enable tax table updates. 2. Check Your Internet Connection Ensure your internet connection is stable. Try accessing other websites or services to confirm your connection is working properly. 3. Update QuickBooks to the Latest Version Go to the Help menu and select Update QuickBooks Desktop. Click on Update Now and follow the prompts to install the latest version. 4. Temporarily Disable Firewall or Antivirus Software Disable your firewall or antivirus software temporarily. Attempt to update the tax table again. If the update succeeds, add QuickBooks to your firewall or antivirus exception list. 5. Manually Update the Tax Table Go to the Employees menu and select Get Payroll Updates. If the automatic update fails, you can manually download the tax table from the Intuit website and install it. 6. Repair QuickBooks Installation Close QuickBooks and open the Control Panel on your computer.

[Dial.833.742.9500] How do I fix Payroll tax updates not working in Quickbooks Desktop after updates? Payroll Tax Updates Not Working in QuickBooks Desktop: A Comprehensive Guide QuickBooks Desktop is a popular accounting software used by businesses to manage their finances, including payroll. One of its essential features is the ability to calculate payroll taxes accurately using updated tax tables. However, users may encounter issues where payroll tax updates are not working in QuickBooks Desktop. This can lead to incorrect tax calculations, compliance issues, and potential penalties. In this guide, we’ll explore the reasons behind this issue, provide step-by-step solutions, and answer frequently asked questions to help you resolve the problem. What are Payroll Tax Updates in QuickBooks Desktop? Payroll tax updates are files that contain the latest federal, state, and local tax rates and regulations. These updates are used by QuickBooks Desktop to calculate payroll taxes accurately. Intuit, the company behind QuickBooks, regularly releases these updates to reflect changes in tax laws. Businesses using QuickBooks Desktop Payroll must ensure their tax tables are up to date to remain compliant with tax regulations and avoid errors in payroll processing. Why are Payroll Tax Updates Not Working in QuickBooks Desktop? There are several reasons why payroll tax updates may not work in QuickBooks Desktop. Below are some of the most common causes: Expired Payroll Subscription QuickBooks Desktop Payroll requires an active subscription to receive updates. If your subscription has expired, the software will not be able to download the latest tax updates. Internet Connectivity Issues QuickBooks Desktop requires a stable internet connection to download updates. If your internet connection is weak or unstable, the tax update process may fail. Outdated QuickBooks Desktop Version Using an outdated version of QuickBooks Desktop can prevent the software from receiving updates, including payroll tax updates. Firewall or Security Software Blocking Updates Firewall or antivirus software may block QuickBooks Desktop from accessing the internet, preventing the tax updates from downloading. Corrupted QuickBooks Desktop Installation If your QuickBooks Desktop installation is corrupted, it may not function properly, including the ability to update payroll taxes. Server Issues on Intuit’s End Occasionally, Intuit’s servers may experience downtime or technical issues, preventing users from downloading updates. Incorrect Payroll Settings If your payroll settings are not configured correctly, QuickBooks Desktop may not be able to update the tax tables. Damaged or Missing Payroll Tax Files If the payroll tax files in QuickBooks Desktop are damaged or missing, the software may fail to update. How to Fix Payroll Tax Updates Not Working in QuickBooks Desktop Here are step-by-step solutions to resolve the payroll tax update issue: 1. Verify Your Payroll Subscription Open QuickBooks Desktop and go to the Employees menu. Select My Payroll Service and then Activate/Update Payroll. Check if your payroll subscription is active. If it has expired, renew it to enable tax updates. 2. Check Your Internet Connection Ensure your internet connection is stable. Try accessing other websites or services to confirm your connection is working properly. 3. Update QuickBooks Desktop to the Latest Version Go to the Help menu and select Update QuickBooks Desktop. Click on Update Now and follow the prompts to install the latest version. 4. Temporarily Disable Firewall or Antivirus Software Disable your firewall or antivirus software temporarily. Attempt to update the payroll taxes again. If the update succeeds, add QuickBooks Desktop to your firewall or antivirus exception list. 5. Manually Update the Payroll Tax Table Go to the Employees menu and select Get Payroll Updates.

QuickBooks Payroll is an essential tool for small to medium-sized businesses, simplifying the payroll process. However, like any software, it’s not without its issues. When problems arise, it’s important to know how to resolve them quickly and effectively. In this article, we’ll discuss common QuickBooks Payroll issues and provide solutions, along with contact information for customer support. 1. Understanding QuickBooks Payroll QuickBooks Payroll helps businesses manage their employee compensation, including salaries, wages, tax deductions, and benefits. It automates processes like direct deposits, tax calculations, and filing tax forms, ensuring compliance with local, state, and federal regulations. However, even with all its functionalities, QuickBooks Payroll users may experience occasional glitches or problems. Fortunately, QuickBooks offers various support channels, including their customer service phone number, where users can speak directly to support agents for help. Contact QuickBooks Payroll Support For immediate assistance with your QuickBooks Payroll issues, you can contact QuickBooks Payroll customer support at 1-855-216-2925.

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